Julia Ramaci

All I hear about at the moment is that AI is going to take over everything. As AI continues its transformative journey across industries, the recruitment sector is at a crossroads. While technology can streamline processes and provide data-driven insights, there are essential human elements that no algorithm can replace. Building genuine rapport with candidates and clients is at the heart of effective recruitment. It's the ability to read between the lines, understand aspirations, and make connections that go beyond resumes and job descriptions. The art of screening candidates is more than just ticking boxes. It's about recognising potential, aligning values, ensuring cultural fit, and selling a role or client to them, all of which require human intuition and empathy. While chatbots and AI tools offer convenience, a certain depth of personal conversation is irreplaceable. Candidates are looking more than just roles. They want understanding, guidance, and a sense of belonging that only another human can truly provide. In a world where technology is ever-evolving, the human touch remains crucial in crafting meaningful employment relationships. Good recruiters will embrace AI to streamline the process but the ones that will succeed in this are the ones that stay human. aspexx. #futuresdesigned #AI #recruitment #experience

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🔍 Hiring for Culture Fit: Where’s the Line? A recent employment tribunal ruling has sparked debate around the role of “team vibe” in recruitment decisions. The case involved a candidate who was rejected for two roles, with the hiring manager citing a better cultural fit with another applicant. The tribunal ultimately dismissed the discrimination claims, but the judge used a striking analogy: choosing an Arsenal fan over a Tottenham supporter to preserve office harmony. ⚖️ While the example was extreme, it raises a critical question for leaders and hiring managers: How do we balance team cohesion with fair, objective hiring practices? ✅ The ruling clarified that cultural fit can be a lawful consideration — but only when it’s not linked to protected characteristics like race, sex, or disability. It’s a reminder that subjective criteria like “vibe” must be handled with care, transparency, and accountability. 💬 As someone who leads regional teams, I see firsthand how important chemistry and collaboration are. But we must also ensure our hiring processes are inclusive, evidence-based, and legally sound. 📣 What’s your take? Should “vibe” ever be a deciding factor in recruitment — or is it too risky? #Leadership #Hiring #CultureFit #HRInsights #Inclusion #EmploymentLaw #TeamDynamics

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As a UK recruitment group, we naturally focus on domestic trends - Brexit impacts, skills shortages, regional variations. But LinkedIn's State of the Labor Market report regularly offers a global lens that puts our challenges into deeper context. What can we see on the July 2025 report? The UK stands out - and not in a good way. While most European markets saw their hiring slowdowns moderate in H1 2025, we bucked the trend. Our hiring decline actually accelerated to -5% (Jan-Jun) vs just -1% in H2 2024. France, Germany, and the Netherlands all saw their pace of decline ease significantly. What strikes me most when reading the latest report is how interconnected global labour markets have become. Mexico's struggles reflect US trade policy changes. Germany continues wrestling with skilled labour shortages and energy shock aftereffects. Even emerging markets like India show 19% more applicants per role. Three key takeaways for UK recruitment according to this report include: ➡️ The global "stabilisation" everyone's talking about? We're missing it. While markets worldwide are finding their footing, UK hiring momentum continues deteriorating. ➡️ Competition dynamics vary wildly by geography. Where we're seeing candidate shortages in certain sectors, other markets are drowning in applications. ➡️ Industry divergence is stark everywhere - not just here. Utilities are down sharply globally (renewable energy particularly hit), while hospitality shows pockets of growth. In terms of the bigger picture, growth projections remain sluggish across major economies, resembling late-cycle patterns rather than expansion phases. With interest rates staying restrictive in the US through 2025 and ongoing trade uncertainties, workforce confidence remains subdued globally. For UK recruiters, this reinforces the need to think beyond our borders - understanding these global macro forces is crucial for advising clients and anticipating how international trends will impact domestic hiring patterns. What are you seeing in your markets? Are we experiencing this differently regionally? #ukrecruitment #globaltalent #workforceinsights #linkedin #recuitmentleaders #businessleaders #labourmarket #jobmarket

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